(Question posted by participant in Accelerating Learning Transfer webinar)
The way we make competency model development streamlined is by applying agile methodology to it. If you make competency model a 6 month or year-long process, with the speed of change, the model could be outdated before you even release it. Plus, you’ll have wasted months when you could be using it.
So here’s a synopsis of how we streamline the process.
1) We start with a 4 hour workshop (in person or virtual) with 4 - 6 high performers in a particular role. This is a brainstorming process. Together we identify those skills and tasks high performers do that are important and critical to success. This step provides us with input for the remaining steps in the process.
2) Next, for each task, we create draft task/behavioral examples, provide them to the high performers for review/editing (about 2 hrs of pre-work), and conduct a virtual workshop (3 - 4 hours) to consolidate edits.
These task examples/behavioral examples provide each person in that role with a road map for how to be great and what "great" looks like. Each example identifies the behaviors that would be exhibited by someone performing that skill or task at various proficiency levels. The examples communicate and iterate best practices. And they ensure consistent and objective assessment and self-awareness can occur. It is through self-awareness that a person becomes intrinsically motivated to change.
3) We define the minimum proficiency required (minimum performance standard) for each skill or task. This is usually performed independent of the high performers, though you may get their validation through a one hour meeting.
Total stakeholder time: Approximately 10-11 hrs
Total duration of model creation: Approximately 3 weeks
Can you see how that feels streamlined, not scary, and really achievable to stakeholders?
Learn more: http://webcasts.td.org/webinar/1499